These days, there is rarely a technology that can’t be mimicked, a service that can’t be purchased, or a system that isn’t for rent. Big organizations mostly use essentially the same services from Microsoft Office to ATS databases. With so much homogeny, what separates successful companies from the rest? The people are the secret sauce.
You’ve heard the phrase ‘People Science’ and have maybe even seen job postings for a ‘Head of People’ or ‘Chief People Officer’. But what does People Science really mean and why does it matter?
While we are aware that the job landscape is always changing – with new technology, automation and outsourcing removing jobs, and new startups popping up everywhere you look – it’s sometimes hard to see the big picture.
There are differences in how Talent is defined across industries and organizations. Some companies prefer to adopt their own determinations rather than accepting general definitions. Let’s focus on a general definition for both Talent and Talent Management.
Stress is something we have all heard of and may have also experienced at home or at work. We assume that stress is a bad thing but it can also be an important factor in driving us forward.
Understanding, attracting, and engaging the next generation will require new genuine approaches, and make talent acquisition almost all digital.
Conventional wisdom holds that Millennials are entitled, easily distracted, impatient, self-absorbed, lazy, and unlikely to stay in any job for long. Furthermore, they want free food; they want unlimited vacation; they want to run the company two days after they arrive. But, on the positive side, they’re also looking for purpose, feedback, and personal life balance in their work. Companies of all kinds are obsessed with understanding them better. Let’s talk, for once, about the positive attitudes.
360-degree feedback can bring up a whole host of areas for improvement and help establish goals to be worked towards. Developing based on feedback is important for anyone, regardless of their position, experience level or objectives: managers are no exception.
When it comes to growing your HR Tech company, there are a million things that will come up as ideas and plans and “must-dos” in order to get more customers.
But it really comes down to this…
There’s no doubt the world is going through a huge shift in paradigms when it comes to conceptualizing work. While technology rapidly advances, companies are trying their best to adapt. Tech is changing how we understand what we do, how we work, and even how we see the world around us. The disruption that technology is having in the world of work, however, is not the only disruption entering our lives. With the Brexit referendum passing in the United Kingdom and the election of Donald Trump in the United States, disruption seems to have gone ballistic.
The interview with Karen Crone, Chief HR Officer at Paycor – a leading provider of intuitive, cloud-based HR, payroll and timekeeping software.
It’s not uncommon to learn that some businesses are reluctant to update the tried and tested methods. It’s not difficult to get stuck in a digital rut. Particularly if companies have been trading for many years. Time has taught us to think if it’s not broken don’t fix it, but in this case; we’re wrong.